Determinants Of Turnover Research Articles

A Study on the Determinants of Employee Turnover in the Academic Institutions of Kathmandu Valley

The purpose of the study is to identify factors influencing employee turnover intention in the academic sector in Kathmandu valley. Explanatory research design is used as the main research paradigm to discover reality. It has used a purposive sampling technique where a total of 404 were interviewed with a structural questionnaire; where data collection is done by using the KOBO Toolbox. The data was evaluated by using both descriptive and inferential statistics. Structural Equation Modeling was used to analyze the relationships between variables using Smart PLS software. The finding reveals that positive supervisor relationships, favorable work conditions, and recognition significantly impact job satisfaction. Job satisfaction, in turn, plays a crucial role in shaping turnover intentions. Identified challenges in salary, recognition, work-life balance, and career growth call for solutions emphasizing employee well-being, recognition, growth opportunities, flexible hours, open communication, and monotony relief.

Determinants of Employee Turnover in Chinese-Owned Businesses in Zimbabwe

Chinese enterprises have rapidly increased their presence in Zimbabwe’s commercial sector, drawing scrutiny on their employment policies. Employee turnover has been excessive in Chinese-owned enterprises due to ineffective personnel management techniques that do not retain employees. This study aimed to examine the factors influencing employee turnover in Chinese-owned enterprises in Zimbabwe. The research employed a descriptive approach to gather data using a questionnaire from a sample of 40 intentionally selected respondents. Research indicates that inadequate compensation, substandard working conditions, job unhappiness, limited career advancement, and an organisational culture that favours Chinese personnel contributed to employee turnover in Chinese-owned businesses. Consequently, these factors adversely impacted the company’s productivity, employee engagement initiatives, and heightened employees’ propensity to resign from the organisation. The research advises Chinese-owned enterprises in Zimbabwe to embrace and adhere to the host country’s employment labour norms, as well as formulate and execute comprehensive human resource plans to mitigate turnover within their companies.

Determinants of employee turnover in the quick service restaurant

Determinants of employee turnover in the quick service restaurant

Determinants Of Employee Turnover In Public Universities In Nyeri County

Many organizations are facing the challenge of retaining productive employees to their competitors due to various reasons. Leadership style and career growth are becoming a major consideration for employees’ desire to stay or leave the organization. To minimize turnover, institutions of higher learning are concerned with identifying the major reasons behind it The study seeks to analyze the leadership styles and career growth in public universities as a determinant of employee turnover. The study adopted a descriptive research design. Organizations embracing appropriate leadership styles are less likely to have employee turnover. Most employees would prefer organizations that involve them in decision making and have proper channels to air their views and grievances. The results revealed that leadership styles had a significant effect on employee turnover in public universities while career development had insignificant effect on employee turnover in these universities. Data was analyzed using statistical package for social sciences (SPSS) software to generate descriptive and inferential statistics. Multiple regression analysis was used to determine the statistical relationship between the independent and dependent variables. The study recommended that universities should put in place mechanisms and policies of addressing human resource issues relating to leadership and growth of opportunities inorder to reduce turnover.

A structural equation modeling to understand the determinants of employee turnover: An empirical study

A structural equation modeling to understand the determinants of employee turnover: An empirical study

The Impact of Ethical Leadership and Leadership Effectiveness on Employees’ Turnover Intention: The Mediating Role of Work Related Stress

Having significant effects on organizational performance, the determinants of employee turnover has been studied extensively. One of the important antecedents of turnover intention of employees is leadership and work related stress. With this study it was intended to understand the effects of ethical leadership and leadership effectiveness on employees’ turnover intentions. Work related stress is examined as a mediator of the relationship among ethical leadership, leader effectiveness and turnover intention. Using a sample of 1093 employees in 70 firms operating in nine different industries, it was found out that while ethical leadership and leadership effectiveness negatively affects turnover intention of employees, work related stress has a positive effect on employees’ turnover intention. In addition, work related stress occur to be a mediator variable for the proposed relations.

The relationship between spiritual management and determinants of turnover intention

PurposeBased on the first part of the service profit chain, the purpose of this paper is to investigate the relationship between 11 spiritual management tactics and determinants of turnover intention.Design/methodology/approachA survey on managers and manufacturing employees is conducted. Later, the grey relational analysis to process the data is used together with the multi‐criteria‐weighted average in the decision‐making process to identify degree of relatedness between spiritual management and determinants of employee turnover intention.FindingsThe paper finds that a difference in perception between managers and employees exists with regard to appropriate spiritual management tactics; the former put more emphasis on the tangibles aspects; and the later on the intangibles.Research limitations/implicationsThis paper is an exploratory research; so there is lack of other empirical studies in this area, more work needs to be done in regard to reliability and validity of measures of spiritual management. The authors suggest cultural comparison to be studied, to see if those 11 spiritual management tactics has the same effect on employees' turnover in different cultural environments.Practical implicationsThe results indicate that conducting appropriate spiritual management will benefit from reducing employee turnover and then increasing the firm performance.Originality/valueThis paper offers some concrete management suggestions both for the academy and the practice, especially in the new era of conceptual age.

The influence of teamwork culture on physician and nurse resignation rates in hospitals

Employee turnover is a critical concern, particularly for hospitals, because they face a very tight labour market for hiring replacements, and high turnover itself may have substantial negative effects on the continuity and quality of patient care. Hospitals with a stronger teamwork culture may experience lower turnover but this has not been formally studied. Research on determinants of employee turnover has not separated out resignations from the larger, more inclusive definition of turnover that includes retirement. This study investigated the relationship between the teamwork culture of hospitals and physician and nurse resignation rates. The study setting was the Veterans Health Administration (VHA). Each hospital was assessed on teamwork culture based on a survey of current employees. Hospital-level resignation rates were obtained for physicians and nurses. Separate multivariate regression models on physicians and nurses were employed. The models included hospital-level characteristics and labour market variables. Analysis of covariance was also performed to attempt to further reveal effects in high versus low teamwork culture hospitals. Teamwork culture was negatively associated with nurse and physician resignation rates, but was statistically significant in the nurse resignation model only. Additional analyses indicated a 0.47 standard deviation (SD) difference in nurse resignation rates and a 0.40 SD difference in physician resignation rates between hospitals in the top and bottom quartiles of the distribution for teamwork culture. In conclusion, these results suggest that developing and emphasizing a teamwork culture may facilitate greater retention of health-care employees, especially nurses.

Organizational and Psychological Determinants of Employee Turnover in Kuwait

This study, completed in 1990 shortly before the Iraqi invasion, analyses some of the organizational and psychological determinants of employee turnover in Kuwait. The study is based on a sample size of 190 full‐time employees taken from governmental, private and shared sector organizations. A statistical analysis of the data indicates that organizational factors have a much more direct effect on the employee turnover rate than psychological factors. In addition, job characteristics, patterns of leadership and job motivation were the strongest predictors of voluntary job termination (employee turnover).

Some determinants of employee turnover in a psychiatric facility

Two approaches to enhancing the quality of work environments have been pursued. The first is an illness-prevention approach that emphasizes job stressors that make employees dissatisfied. The second is a job-enrichment approach that involves altering work environments to foster employee feelings of growth and accomplishment. Using past research from these two approaches, instruments were developed to assess both the number of job stressors and the level of task interest on units in a Psychiatric hospital. These instruments successfully predicted employee turnover during a 12-month period. Job stress and the interaction between job stress and task interest were found to be significant predictors of turnover. Practical and theoretical implications are discussed.